One of the most interesting (and, from my perspective, unexpected) developments in the legal profession recently has been the enormous focus on diversity. Within the past few years, established and emerging businesses have rapidly implemented diversity programs. Clients and potential clients now seek diversity statistics as part of business development pitches and publicly state their intentions to consider other aspects of law firm business to determine who’s actually walking the diversity walk and not just talking the talk.
To those of us women who grew up in an era in which business development seemed to be something mysteriously done by men in bars and on golf courses, the change has certainly been a welcome one. It seemed to herald the promise of an open playing field in which clients recognized that different backgrounds, experiences and viewpoints of outside lawyers brought value to their businesses.
